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Anna Piasecka

Competency models and job descriptions

Built on basis of an objective benchmarking study

Based on an online questionnaire that takes only 20 minutes

Containing information on the most effective level of competence

What factors impact the job success of people in a given position?

Harrison Assessments has been researching business efficiency and performance for over 30 years.  It all started with an observation that in seemingly similar companies, people who were completely different in terms of their traits and predispositions achieved their goals. The result was the conclusion that in order to carry out the competency assessment process effectively, it should be conducted in relation to the job.  In order to be able to do this, it was necessary to find an objective and efficient way of exploring what influences the success of people at a given job.

Performance Benchmarking

Dr Dan Harrison started the process of benchmarking, that is, diagnosing companies, in order to identify not only the characteristics that contribute to success, but also those that may hinder it.  Since 1990, Harrison Assessments has prepared over 6,500 job profiles – Job Success Formulas.  Thanks to them, Talent Exact can prepare very precise competency models and job descriptions based on objective benchmarking studies.

People are strength. This is the real engine of every business. Good people are not just crucial to a business, they are the business!

Richard Branson

Competency models - selecting the right tool

The manager often cannot tell us exactly what kind of employee he/she needs.  In such situation, HR tries to prepare the best description, but inevitably this action carries the risk of inaccuracy. We know the costs of mis-hire, which is why it is so important to choose a tool that guarantees high accuracy of predicting the answer to a question: will this candidate fit in our company?

In such situation, a competency model for a job should be constructed, which will apply to this company only.  To do this efficiently, a benchmarking process must be carried out.  It consists of checking which traits aid in achieving success and which may hinder it in the selected position.

Competency models - preparing for benchmarking

To begin, it is necessary to gather a group of at least 30 employees who hold the same position at work, and invite them to complete the Harrison Assessments questionnaire. For the benchmarking process, we also need a job description, tenure in the job and performance rating in relation to KPIs. It is important that among the selected employees there are people with high performance as well as those who perform below expectations.

Competency models – assessment online in 20 minutes

Our online questionnaire takes only 20 minutes. Its purpose is to collect all data necessary to build a job profile, i.e. a set of traits that allow you to achieve high performance  in a specific company, on a specific position, in an objective and accurate manner. Benchmarking will result in creating a candidate assessment tool to diagnose their eligibility and suitability in the context of success in the company. In addition, you will also receive information about the level of job fit and development needs.

Benefits of benchmarking

HATS benchmarking allows for a modern approach in recruitment. The HR department is provided with a full profile of suitability for a given position, which can be easily compared with the results obtained in the Work Preferences Questionnaire. The score allows you to check if the potential employee has the desired traits necessary for success in your organization.

This reduces the risk of hiring the wrong people and repeating the recruitment process, which saves company time and money.

In addition, HATS benchmarking carried out on current employees of the company allows you to examine their satisfaction, traits impacting engagement, as well as identify developmental needs.

HATS benchmarking - for whom?

We recommend HATS benchmarking as:

A way to define the expected suitability for job 

A starting point for analyzing the current problems and future talent development challenges in the company

A tool that facilitates formulating strategy to improve employee performance

A way of examining what and where improvements are necessary, and measuring employee satisfaction

HATS benchmarking stages

STAGE 1: DATA COLLECTION

Collecting data includes obtaining information such as: effectiveness criteria, job and task description, and tenure in the job.

STAGE 2: PROFILING

In profiling, the Harrison Assessments questionnaire is completed and its results are entered into the HATS system.

STAGE 3: ANALYSIS AND PRESENTATION

The results are carefully analyzed. Then they are presented in the form of a detailed report.

STAGE 4: PREPARATION OF THE JOB PROFILE / COMPETENCY MODEL

The result is a job profile, consisting of essential and desirable traits, as well as traits to avoid and the expected level of each of them.

How to prepare for HATS benchmarking?

In order for HATS benchmarking to bring the expected results, the following requirements must be met:

  • Minimum group size:  30 people
  • All persons must have the same positions and responsibilities
  • You need to get a similar number of high, medium and low performance results in order for the assessment to work efficiently
  • A job description & KPI are essential

Request a sample job profile

If you have any questions, don’t hesitate to contact us.